Where do I get an employee warning form? o The jobholder knew your expectations. You must inform the jobholder when the date of separation will become effective and whether any benefits will remain available. Their contract which is a legally binding document spells out their terms of layoff. Your employee will probably sue you for improper lay off if you answer yes to one or more of these questions.

o A severance packages cuts the chance of a suit with or without a release. To make sure the training occurs, you should hold the coworker accountable for giving the training and the bad worker's resulting productivity. o It lets emotions cool down so everyone including you, the accused worker, the accuser and the corroborators can give an objective account of what happened. Then you have no other choice but to lay off the worker. You also might consider using a reformatory action form. Other types of misconduct involve other people like undignified behavior towards coworkers or higher authority or behavior that may affect the reputation of other workers or the firm. Therefore, you might as well tell them as much as possible to help control their fears. o You have adequately documented the company need. With these status meetings, you are in effect getting "pre-approval" for the layoff. Terminating a high level worker can be intimidating if you're a small company owner or a Hr Supervisor. You want to terminate him right away.